Sr. Recruiter, AI Research & Leadership

About Centific

Centific is a frontier AI data foundry that curates diverse, high-quality data, using our purpose-built technology platforms to empower the Magnificent Seven and our enterprise clients with safe, scalable AI deployment. Our team includes more than 150 PhDs and data scientists, along with more than 4,000 AI practitioners and engineers. We harness the power of an integrated solution ecosystem—comprising industry-leading partnerships and 1.8 million vertical domain experts in more than 230 markets—to create contextual, multilingual, pre-trained datasets;

fine-tuned, industry-specific LLMs; and RAG pipelines supported by vector databases. Our zero-distance innovation™ solutions for GenAI can reduce GenAI costs by up to 80% and bring solutions to market 50% faster.

Our mission is to bridge the gap between AI creators and industry leaders by bringing best practices in GenAI to unicorn innovators and enterprise customers. We aim to help these organizations unlock significant business value by deploying GenAI at scale, helping to ensure they stay at the forefront of technological advancement and maintain a competitive edge in their respective markets.

Redmond, WA
Talent Acquisition:
Individual contributor
Reports to: VP of Global Talent Acquisition
Work model: Hybrid, onsite 3 days per week

This role can be based in Redmond, WA or Palo Alto, CA.

The people you will be hiring already hear from frontier labs and the largest technology companies every week.

Centific is building a centralized talent acquisition function for the first time, and this is one of the first roles in it. You will own our hardest and most visible hires from first conversation to signed offer: researchers at every level, from early-career to distinguished, AI architects, and the leaders above them, across our Redmond and Palo Alto sites.

You will be the person who can tell an executive how many people actually match the profile they just described, how many of those would take a call, and what it would take to get one to say yes.

Sometimes the answer is that the person exists but is rarer, more expensive, or harder to move than the plan assumed, and something has to flex: the role design, the level, the money, or the story. We want to hear that, with the evidence behind it.

There is no playbook here yet, and you will help write it.

The real world is complex, nuanced, and human. For AI to understand it, the data it learns from has to carry more than information: context, culture, judgment, and the harder-to-name sense of taste that tells a person what actually fits. That is what Centific builds. The data, the human feedback, the benchmarks and evaluation systems that let AI learn from the real world and be tested against it, across languages, domains, and modalities.

Our research organization is where that gets pushed forward. Sixteen papers in two years on video generation benchmarks, medical audio, multilingual safety, and reinforcement learning for clinical agents. A Physical AI Lab building world models, vision-language-action systems, and sim2real transfer.

• Run researcher (all levels), AI architect, and leadership searches end to end, from intake through close.
• Size the market before outreach goes out: a defensible success profile, a realistic obtainable segment, and a named target map of companies, teams, and people.
• Own the offer narrative. Argue ownership, stage, and trajectory to candidates holding cash and public equity they could sell tomorrow.
• Coach hiring managers and panels on structured evaluation and calibration, including how to tell an impressive candidate from a famous one from the right one.
• Use AI deliberately in your own…